Opening you own business requires not only your good knowledge in economics, but also outstanding psychological abilities which influence your hiring professional workers. Your team must be clever and know the sphere as well as it must be well-disciplined and mutually respectful. The “no asshole rule” is a company’s policy which can prevent from hiring and keeping the workers who cannot be respectful and who undesirably affect the team spirit, thus, implementing the “no asshole rule” results in high productivity and absence of conflicts in a team.

Spotting whether a person is difficult is an easy thing to do. This is a person in your team who is disrespectful, who makes people around feel humiliated, belittled or incapable. Such behavior is usually aimed at those who are less powerful and less authoritative (Sutton, 2011). In his book, Robert I. Sutton (2011) mentions Linda Wachner, a CEO in a company. Her behavior towards her colleagues was inappropriate. She used to humble them every time they made a mistake. There are no doubts that she is a difficult person, because the description of her attitude fits all the criteria. People like her can be found almost everywhere, so it is necessary to protect other citizens from their influence or to make them behave properly, so that all the requirements can be met. This policy is called a strategy of dealing with difficult people, and it is becoming more and more important in all the spheres of our society.

It is difficult to prevent a company from hiring such workers, so there must be a system, which can prevent the result of their destructive strategies and keep the working atmosphere light. Many companies nowadays fully understand the importance of the “no asshole rule”. They provide strategies which help them to avoid conflicts at work, and thus they ensure the fulfillment of the conditions which the workers require. According to these strategies, they suggest that their applicants pass a test which can show if a person is potentially difficult. Very often, difficult people are not hired. However, if they nevertheless are, they are given early feedback or are fired (Burke & Cooper, 2010).

Such people have always been a big problem, which can affect the efficiency of companies’ work. People, according to their psychology, often depend on their mood and their thoughts. There is always such an issue as self-appraisal, attitude to others and personal perception of reality. All of them influence directly on the way we work and what we do. To work efficiently, we need several important requirements to meet. According to Maslow’s pyramid of needs, we need not only to belong to a social group, but also to love and be loved. We need to be recognized and respected (King, 2009). Only if we feel that our needs are satisfied, we can concentrate on self-expression, which directly applies to our work and the way we do it. The people who show their disrespect are the ones who make us feel miserable, prevent these needs from being satisfied. They often want us to do our job better, though their own actions do not let that happen. A strategy of dealing with difficult people is something that affects the bottom line even more directly than economic environment. If our workers do not do their job well, we are about to face a crisis. Linda Wachner did not let her staff work efficiently, and so the results were obvious.

Difficult people always have a pernicious influence on the bottom line. Their impact is always destructive either upon the company they work in, or upon the people they deal with. There are criteria which can help to identify them, and there are methods to prevent them from ruining one’s company. The colleagues they affect cannot work as they are supposed to, what, in its turn, affects the bottom line and thus the whole company. Working process is a long chain which consists of many links. Therefore, if you want this chain to be strong, a strategy of dealing with difficult people is one of the most necessary links.

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